UK Skilled Worker Visa

What the Skilled Worker visa is and who it's for

The Skilled Worker visa lets you come to, or stay in, the UK to do an eligible job for an employer that has been approved by the Home Office. It is a sponsored route, which means you cannot apply on your own; you must already have a confirmed job offer from a licensed sponsor before you apply. The visa replaced the Tier 2 (General) work visa and is now the standard route for skilled professionals moving to the UK.

The visa can be granted for up to five years before you need to extend it, and there is no cap on the number of times you can extend as long as you still meet the rules. After a qualifying period of continuous residence, usually five years, you may be able to apply to settle permanently. That makes this route attractive: it offers a genuine long-term path to staying in the UK, working, studying and bringing your family with you.

It suits a wide range of people: nurses and doctors, engineers, IT and software professionals, accountants, teachers, care managers, chefs in eligible roles, skilled tradespeople and many more. If your job is on the eligible occupations list, your employer is licensed, and you meet the salary and English rules, this is likely to be your route. Healthcare professionals should also check whether the separate Health and Care Worker visa applies, as it can be cheaper and exempt from some charges.

• A sponsored work route — you need a job offer from a licensed UK employer first
• Granted for up to five years at a time, with unlimited extensions if you still qualify
• Leads to permanent settlement (indefinite leave to remain) after a qualifying period
• Lets you bring a partner and children as dependants
• Replaced the old Tier 2 (General) visa

Full eligibility requirements

To qualify for a Skilled Worker visa you must meet every one of the core requirements below. They work together, so being strong on one does not make up for a gap on another. The Home Office assesses your application against a points system, and you need to score the required number of points to be eligible.

First, you must work for a UK employer that has been approved by the Home Office as a licensed sponsor. Second, that employer must give you a certificate of sponsorship (CoS), which is an electronic record describing the role they are offering you. Third, the job itself must be on the list of eligible occupations and meet the required skill level. Fourth, you must be paid at least the minimum salary that applies to your role — this depends on the type of work and the date your CoS was assigned, and GOV.UK publishes the current figures. Finally, you must prove your knowledge of English to the required standard.

On top of these, you will normally need to show you have enough personal savings to support yourself when you arrive (unless your sponsor certifies they will cover this), and you must pass standard checks such as a criminal record check for certain roles. Because the salary thresholds and rules change regularly, we always check your specific job and CoS date against the current GOV.UK guidance rather than relying on figures that may be out of date.

• A job offer from a Home Office-approved (licensed) sponsor
• A valid certificate of sponsorship (CoS) for the role
• A job on the list of eligible occupations at the required skill level
• A salary that meets the minimum for your job and CoS date (see GOV.UK)
• Knowledge of English to the required level
• Enough money to support yourself, unless your sponsor certifies maintenance
• Passing relevant suitability and background checks

Eligible occupations and SOC codes explained

Every job in the UK is mapped to a four-digit occupation code under the Standard Occupational Classification (SOC) system. For a Skilled Worker visa, your specific job must sit within an eligible occupation code, and that code determines both whether the role qualifies and what the 'going rate' salary for it is. This is one of the most common places applications go wrong, because the code is based on what you will actually do day to day, not simply your job title.

If you do not already know your occupation code, you can look it up using the Government's CASCOT occupation coding tool, which suggests codes from a description of the role. Not every job title appears in the system, so if there is no exact match you look for the closest equivalent based on the duties involved. The certificate of sponsorship your employer assigns will state the chosen code, so it is worth checking it reflects the real role before the CoS is finalised.

Occupations are broadly split by skill level. Higher-skilled roles are generally eligible automatically. Some medium-skilled roles are only eligible in limited circumstances — for example if the occupation appears on the immigration salary list or a temporary shortage list, or under specific transitional rules. These lists change, so the safest approach is to confirm your exact code against the current eligible occupations table on GOV.UK before committing.

Choosing the right code matters for more than eligibility. Because the code sets the going-rate salary for your role, the wrong code can make a perfectly genuine job look underpaid, or place it outside the eligible list entirely. We review the code, the duties and the salary together so the application hangs together.

• Jobs are classified by four-digit SOC occupation codes
• Use the CASCOT tool to find or confirm your code from the duties
• Higher-skilled roles are generally eligible; some medium-skilled roles only qualify in limited cases
• Your code sets the 'going rate' salary, so getting it right is essential
• Always confirm your code against the current GOV.UK eligible occupations table

Salary, the going rate and tradeable points

The Skilled Worker route uses a points-based system. You need a total of 70 points to be eligible. Fifty of these are mandatory and cannot be traded: you get them for having a job offer from an approved sponsor (20 points), for the job being at the required skill level (20 points), and for meeting the English language requirement (10 points). The remaining 20 points come from salary, and this is where there is some flexibility.

For salary, two figures matter and you must normally meet the higher of the two: a general minimum salary that applies across the route, and the 'going rate' for your specific occupation code. GOV.UK publishes both, and they change, so we always check the current figures against your CoS date rather than quoting a number that may have moved. Healthcare and education roles that are paid on national pay scales are assessed differently, against those scales rather than the standard going rate.

The 20 salary points are described as 'tradeable' because there are defined ways to reach the threshold at a lower salary in specific circumstances — for example where the job is on the immigration salary list, where the applicant is a new entrant to the labour market (such as someone early in their career or under a certain age), or where they hold a relevant PhD. Each of these has strict conditions and supporting evidence rules.

Because the salary rules carry the most nuance, this is the part of an application we scrutinise most closely. We check that the stated salary genuinely meets the applicable threshold, that any tradeable point you are relying on actually applies, and that the evidence supports it — all against the live GOV.UK figures.

• You need 70 points in total to qualify
• 50 points are fixed: sponsor (20), skill level (20), English (10)
• 20 points come from salary — these are the 'tradeable' points
• You must usually meet the higher of the general minimum and your job's going rate
• Lower thresholds may apply via the immigration salary list, new-entrant rules or a relevant PhD
• Healthcare and education roles use national pay scales — see GOV.UK for current figures

The English language requirement and how to prove it

You must be able to speak, read, write and understand English to the level required for the route. The standard recently increased: new applications generally need to meet level B2 on the Common European Framework of Reference for Languages (CEFR), a step up from the previous B1 level. People extending a visa first granted before the change may still be assessed at B1. Because this is exactly the kind of rule that changes, we confirm the level that applies to you against current GOV.UK guidance.

There are several accepted ways to prove your English, and you only need to satisfy one of them. The most common is passing an approved Secure English Language Test (SELT) at the required level with a Home Office-approved provider. You can also rely on certain academic qualifications, or on your nationality.

If you have a degree, a UK bachelor's degree or higher will normally meet the requirement, as can a degree taught in English from outside the UK — though an overseas degree usually needs an Ecctis assessment confirming it is equivalent to a UK qualification and was taught in English. Nationals of a defined list of majority English-speaking countries are exempt and do not need to take a test. Certain regulated healthcare professionals who have passed an English assessment with their professional body, and people who have already proved their English in a previous successful UK visa, may also be exempt.

Getting this wrong is a frequent cause of delay, often because the test provider was not approved, the test was the wrong level, or an overseas degree was relied on without the required Ecctis confirmation. We check your evidence meets the exact standard before you submit.

• New applications generally require CEFR level B2; some extensions may still be B1
• Pass an approved Secure English Language Test (SELT) at the right level, or
• Rely on a UK degree, or an overseas degree taught in English with an Ecctis check, or
• Qualify through your nationality if you are from a listed English-speaking country
• Some regulated healthcare professionals and previous applicants are exempt
• Confirm the level and accepted evidence against current GOV.UK guidance

Documents you'll need — a thorough checklist

A strong Skilled Worker application stands or falls on its documents. The exact list depends on your circumstances, but the core evidence is broadly consistent. Gathering it early, and making sure each item is current, correctly formatted and translated where needed, is one of the most effective ways to avoid delay.

At the centre of the application is your certificate of sponsorship reference number, which links to the electronic CoS your employer has assigned. You will also need a valid passport or other travel document showing your identity and nationality. Alongside these, you will need evidence for each part of the points score — your English, your salary, and any tradeable point you are relying on.

If you are bringing family, or relying on personal savings, or have relevant history such as previous visas, additional documents apply. Any document not in English or Welsh generally needs a certified translation. The list below is a starting point; we tailor it to your exact situation.

• Your certificate of sponsorship reference number from your sponsor
• A valid passport or travel document, and any previous passports if relevant
• Proof you meet the English requirement (test result, degree certificate plus Ecctis, or nationality)
• Evidence of your salary, such as your job offer and CoS details
• Proof of personal savings held for the required period, unless your sponsor certifies maintenance
• A criminal record certificate for certain roles (for example some healthcare and education jobs)
• A valid tuberculosis test certificate if you are from a listed country
• Evidence for any tradeable point relied on (e.g. PhD certificate, new-entrant evidence)
• Relationship and identity documents for any partner or children applying with you
• Certified translations of any document not in English or Welsh

The application process step by step and what happens after you apply

Skilled Worker applications are made online. The exact form depends on whether you are applying from outside the UK to come here, or from inside the UK to switch from another visa or extend your stay. You apply after your employer has assigned your certificate of sponsorship, because you need its reference number to complete the form.

As part of the application you pay the relevant fee and, in most cases, the immigration health surcharge, and you verify your identity. Identity is confirmed either through the 'UK Immigration: ID Check' smartphone app, or by attending an appointment to give your biometric information (fingerprints and a photograph) and submit your documents. The system tells you which route applies when you start.

Decision times vary. Applying from outside the UK, you will usually get a decision within around three weeks. Applying from inside the UK to switch or extend, it is usually within around eight weeks. A faster decision may be available for an extra fee in some cases. These are guideline times; an application can take longer if documents need verifying, an interview is required, or there is something in your history that needs further checks.

One important point if you apply from inside the UK: you generally must not travel outside the UK, Ireland, the Channel Islands or the Isle of Man while your application is being decided, or it may be treated as withdrawn. Once a decision is made, you will be told how to access proof of your immigration status and what to do next before you start work.

• Apply online after your CoS has been assigned, using the correct form for your situation
• Pay the application fee and, usually, the immigration health surcharge
• Verify your identity via the ID Check app or a biometrics appointment
• Outside the UK: a decision is usually given within about three weeks
• Inside the UK: a decision is usually given within about eight weeks
• Do not travel outside the UK and the common travel area while an in-country application is pending
• Faster decisions may be available for an extra fee in some cases

Bringing your partner and children (dependants)

One of the strengths of the Skilled Worker visa is that you can usually bring close family with you as dependants. Eligible dependants are your partner — a spouse, civil partner, or an unmarried partner you have been living with in a relationship for at least two years — and your children under 18. Children who are already in the UK as your dependants can also stay with you, and a child born in the UK can be added.

Each dependant makes their own application and provides their own documents. Partners need to evidence the relationship, for example a recognised marriage or civil partnership certificate, or proof of a genuine and subsisting relationship over time such as shared finances, correspondence and joint responsibilities. For children, you generally need to show they live with you (unless they are in full-time education and boarding) and are not married or in a civil partnership, with evidence of your shared address.

There are financial requirements for dependants, with set amounts of money required for a partner and for each child, held for a continuous period before applying. As with the main applicant, this can be waived where the sponsor certifies maintenance, or where everyone has already held a UK visa for a qualifying period. The exact amounts are published on GOV.UK and can change.

Dependants can work in the UK (with limited exceptions, such as working as a professional sportsperson) and can study. They can travel in and out of the UK, and they can build towards their own settlement. Their visas do not extend automatically when yours does, so each person must apply again before their permission expires.

• Eligible dependants: a spouse, civil partner, qualifying unmarried partner, and children under 18
• Each dependant applies separately with their own evidence
• Partners evidence the relationship; children evidence cohabitation and dependency
• Set financial amounts apply per partner and per child — see GOV.UK for current figures
• Dependants can work (with limited exceptions) and study in the UK
• Dependant visas must be renewed individually and do not extend automatically with yours

Switching into the Skilled Worker route from another visa

Many people already in the UK on a different visa can switch into the Skilled Worker route without leaving the country, provided they have an eligible job with a licensed sponsor and meet the other requirements. Switching is done by applying online from inside the UK before your current permission expires.

Student visa holders can often switch, but there are timing conditions: generally your course must have finished, or your job start date must be after the course completes, or you must be a full-time PhD student who has completed a set period of study. These rules are precise and worth checking carefully against your course dates.

Some routes cannot switch in-country at all. People in those categories must leave the UK and apply from abroad. This includes, among others, people in the UK as visitors, on a short-term student visa, as a parent of a child student, as a seasonal worker, as a domestic worker in a private household, on immigration bail, or with permission granted outside the immigration rules. If you are in one of these categories, plan for an out-of-country application rather than assuming you can switch.

As with extensions, you generally should not travel outside the UK and the common travel area while a switching application is pending. We assess your current status first, confirm whether you can switch or must apply from overseas, and make sure the timing lines up so you do not fall out of status.

• Many in-country visa holders can switch without leaving the UK
• Students can often switch, subject to course-completion and PhD timing rules
• Cannot switch in-country: visitors, short-term students, seasonal and domestic workers, parents of child students, those on immigration bail, and some others
• Those who cannot switch must apply from outside the UK
• Apply before your current visa expires and avoid travelling while the decision is pending

Extending your visa and the path to settlement (ILR after a qualifying period)

The Skilled Worker visa can be extended, and there is no limit on how many times, as long as you continue to meet the requirements. The most straightforward extension is where you are still doing the same job, in the same occupation code, for the same sponsor that issued your current certificate of sponsorship. If your job, employer or occupation code has changed, you generally need a new CoS and may be making a different kind of application rather than a simple extension.

Extensions follow the same broad pattern as a first application: you must still meet the salary, English and other rules current at the time, and you verify your identity online. There are particular transitional rules for some medium-skilled occupations and for specific roles such as prison officers, with their own dates and conditions, so it is important to check the position that applies to you. Your dependants' visas do not extend automatically and must be renewed separately.

After a qualifying period of continuous lawful residence, usually five years on this route, you may be able to apply for indefinite leave to remain (ILR) — permanent settlement. Settlement gives you the right to live, work and study in the UK without time limit and, if eligible, to access public funds. To qualify you normally need to show continuous residence without excessive absences, that you still meet the salary requirement for settlement, that you pass the Life in the UK test, and that you meet the English language requirement. The detailed settlement criteria sit on GOV.UK and do change, so we confirm them against the current rules before you apply.

Planning ahead matters here. Decisions you make early — the occupation code, your salary level, how much time you spend outside the UK — can affect whether you qualify for settlement years later. We help clients keep the long-term route in view from the first application.

• You can extend if you have the same job, occupation code and sponsor
• Changing job, employer or code usually means a new CoS or a different application
• Settlement (ILR) is usually available after a qualifying period of around five years
• ILR typically requires continuous residence, the settlement salary level, the Life in the UK test and English
• Watch absences from the UK — too many can break continuous residence
• Confirm all settlement criteria against current GOV.UK guidance before applying

For employers: sponsor licence and compliance duties

If you are an employer who wants to recruit from overseas on the Skilled Worker route, you first need a sponsor licence from the Home Office. Applying involves showing that your business is genuine and operating lawfully, that you have suitable HR systems to monitor sponsored workers, and that you can meet ongoing record-keeping and reporting duties. Once licensed, you appear on the public register of licensed sponsors and can assign certificates of sponsorship to eligible workers.

Holding a licence is not a one-off exercise; it carries continuing compliance duties. Sponsors must keep specified documents for each worker, monitor their immigration status and attendance, report certain changes (such as a worker not turning up, a change of role or a change of salary) within set deadlines, and ensure roles are genuine and correctly classified. The Home Office can carry out compliance visits, and getting these duties wrong can lead to the licence being downgraded, suspended or revoked — which affects every sponsored worker, not just one application.

Because the consequences of non-compliance are serious, many employers seek advice when applying for a licence, when assigning certificates of sponsorship, and when preparing for or responding to a compliance check. Our network can advise on the licence application, help set up compliant HR processes, and support you if the Home Office raises concerns.

Workers and employers often have aligned interests here: a well-run sponsor makes for smoother, lower-risk applications. If you are an applicant, it is reasonable to expect your employer to understand and meet their duties, and we can help both sides get it right.

• Employers need a Home Office sponsor licence before they can sponsor workers
• The application tests that the business is genuine, lawful and has suitable HR systems
• Licensed sponsors appear on the public register and can assign certificates of sponsorship
• Ongoing duties include record-keeping, monitoring and reporting changes within deadlines
• Non-compliance can lead to a downgraded, suspended or revoked licence, affecting all sponsored staff
• Advice is most valuable at licence application, CoS assignment and compliance-check stages

Common reasons applications are delayed or refused — and how to avoid them

Most Skilled Worker refusals and delays come down to avoidable detail rather than the applicant not genuinely qualifying. Knowing where the route commonly trips people up lets you head off problems before you submit. Below are the issues we see most often.

The single biggest category is salary and occupation code mismatches: the wrong SOC code is chosen, the role is misclassified, or the stated salary does not actually meet the higher of the general minimum and the going rate for the code. Closely related are problems with tradeable points — relying on the immigration salary list, new-entrant rules or a PhD without the role or evidence genuinely qualifying.

English language evidence is another frequent stumbling block: an unapproved test provider, the wrong CEFR level (especially since the standard increased), or an overseas degree relied on without the required Ecctis confirmation. Financial evidence causes delays too, where savings are not held for the full required period or the bank statements do not cover the right dates. Document issues — missing certified translations, expired documents, or gaps in the evidence trail — slow many cases down. And straightforward timing mistakes, such as applying after a visa has expired or travelling abroad while an in-country application is pending, can be fatal to an application.

The way to avoid all of these is methodical preparation: confirm the code and salary against current GOV.UK figures, check the English level and provider, hold and document funds correctly, assemble complete and properly translated evidence, and watch the timing. That checking is exactly what a regulated immigration solicitor does before you submit.

• Wrong SOC code or a salary that does not meet the applicable threshold
• Tradeable points claimed where the role or evidence does not genuinely qualify
• English evidence problems: unapproved provider, wrong level, or missing Ecctis check
• Savings not held for the required period or shown for the right dates
• Missing certified translations, expired documents or gaps in the evidence
• Timing errors: applying late, or travelling abroad during an in-country application

How Immigration Lawyers UK helps

Immigration Lawyers UK is a network of SRA-regulated immigration solicitors working on fixed fees, UK-wide. That structure means you get advice from a qualified, regulated solicitor, you know the cost up front, and you can work with us wherever you are in the country — much of the process is handled remotely.

On a Skilled Worker case, our role is to make sure the application is right before it is submitted. We confirm the occupation code and that the salary meets the applicable threshold against current GOV.UK figures, check the certificate of sponsorship details line up with the role, make sure your English evidence meets the exact standard, and assemble a complete, well-ordered document bundle with any translations needed. Where a tradeable point or a switching rule is involved, we check it genuinely applies and is properly evidenced.

We also keep the long view in mind — the choices that affect extension and settlement later — and we support employers on sponsor licences and compliance where that is part of the picture. The aim is simple: a clean application, fewer surprises, and a realistic, honest view of your prospects from the start.

We do not make promises about outcomes, because no honest adviser can; decisions rest with the Home Office and depend on the facts and the rules at the time. What we offer is careful, regulated work and straight answers.

• A network of SRA-regulated immigration solicitors, working UK-wide
• Fixed fees agreed up front, with much of the process handled remotely
• Full review of code, salary, CoS, English and financial evidence against current rules
• Help with switching, extensions and the route to settlement
• Support for employers on sponsor licences and compliance
• Honest advice on your prospects — no guarantees, just regulated, careful work

What to do next

If you are considering a Skilled Worker visa, the most useful first step is a clear, honest assessment of your situation: whether your job is likely to be eligible, whether the salary and English requirements are met, and what evidence you will need. That is exactly what our free assessment is for. There is no obligation, and you will come away knowing where you stand.

If you already have a job offer and a sponsor, we can move straight to reviewing the certificate of sponsorship details and building the application. If you are an employer thinking about recruiting from overseas, we can talk you through the sponsor licence and your compliance duties. And if you are already in the UK on another visa, we can advise quickly on whether you can switch in-country or need to apply from abroad — timing matters, so it is worth checking early.

Immigration rules change often, and the figures in this guide can move, so we always work from the current GOV.UK guidance and tailor everything to your facts. Get in touch for your free assessment and we will give you a straight answer and clear next steps.

• Book a free, no-obligation assessment of your eligibility
• Have your job offer and sponsor details ready if you already have them
• Ask us early about switching or timing if you are already in the UK
• Employers: speak to us about a sponsor licence and compliance duties
• We work from current GOV.UK guidance and tailor advice to your situation